Terms

TERMS AND CONDITIONS

Go Select Limited trading as Recruitment Monster
Last updated: March 2026

INTRODUCTION

These terms and conditions apply between you, the User of this Website (including any sub-domains, unless expressly excluded by their own terms and conditions), and Go Select Limited trading as Recruitment Monster, the owner and operator of this Website. Please read these terms and conditions carefully, as they affect your legal rights. Your agreement to comply with and be bound by these terms and conditions is deemed to occur upon your first use of the Website. If you do not agree to be bound by these terms and conditions, you should stop using the Website immediately.

In these terms and conditions, User or Users means any third party that accesses the Website and is not either (i) employed by Go Select Limited trading as Recruitment Monster and acting in the course of their employment or (ii) engaged as a consultant or otherwise providing services to Go Select Limited trading as Recruitment Monster and accessing the Website in connection with the provision of such services.

You must be at least 18 years of age to use this Website. By using the Website and agreeing to these terms and conditions, you represent and warrant that you are at least 18 years of age.

INTELLECTUAL PROPERTY AND ACCEPTABLE USE

All Content included on the Website, unless uploaded by Users, is the property of Go Select Limited trading as Recruitment Monster, our affiliates or other relevant third parties. In these terms and conditions, Content means any text, graphics, images, audio, video, software, data compilations, page layout, underlying code and software and any other form of information capable of being stored in a computer that appears on or forms part of this Website, including any such content uploaded by Users. By continuing to use the Website you acknowledge that such Content is protected by copyright, trademarks, database rights and other intellectual property rights. Nothing on this site shall be construed as granting, by implication, estoppel, or otherwise, any license or right to use any trademark, logo or service mark displayed on the site without the owner’s prior written permission.

You may, for your own personal, non-commercial use only, do the following: retrieve, display and view the Content on a computer screen.

You must not otherwise reproduce, modify, copy, distribute or use for commercial purposes any Content without the written permission of Go Select Limited trading as Recruitment Monster.

PROHIBITED USE

You may not use the Website for any of the following purposes: in any way which causes, or may cause, damage to the Website or interferes with any other person’s use or enjoyment of the Website; in any way which is harmful, unlawful, illegal, abusive, harassing, threatening or otherwise objectionable or in breach of any applicable law, regulation, governmental order; making, transmitting or storing electronic copies of Content protected by copyright without the permission of the owner.

REGISTRATION

You must ensure that the details provided by you on registration or at any time are correct and complete. You must inform us immediately of any changes to the information that you provide when registering by updating your personal details to ensure we can communicate with you effectively.

We may suspend or cancel your registration with immediate effect for any reasonable purposes or if you breach these terms and conditions.

You may cancel your registration at any time by informing us in writing to the address at the end of these terms and conditions. If you do so, you must immediately stop using the Website. Cancellation or suspension of your registration does not affect any statutory rights.

PASSWORD AND SECURITY

When you register on this Website, you will be asked to create a password, which you should keep confidential and not disclose or share with anyone. If we have reason to believe that there is or is likely to be any misuse of the Website or breach of security, we may require you to change your password or suspend your account.

Use of the Website is also governed by our Privacy Policy and Cookies Policy, which are incorporated into these terms and conditions by this reference. To view the Privacy Policy and Cookies Policy, please visit: recruitmentmonster.co.uk/privacy and recruitmentmonster.co.uk/cookies.

AVAILABILITY OF THE WEBSITE AND DISCLAIMERS

Any online facilities, tools, services or information that Go Select Limited trading as Recruitment Monster makes available through the Website (the Service) is provided “as is” and on an “as available” basis. We give no warranty that the Service will be free of defects and/or faults. To the maximum extent permitted by the law, we provide no warranties (express or implied) of fitness for a particular purpose, accuracy of information, compatibility and satisfactory quality. Go Select Limited trading as Recruitment Monster is under no obligation to update information on the Website.

Whilst Go Select Limited trading as Recruitment Monster uses reasonable endeavours to ensure that the Website is secure and free of errors, viruses and other malware, we give no warranty or guaranty in that regard and all Users take responsibility for their own security, that of their personal details and their computers.

Go Select Limited trading as Recruitment Monster accepts no liability for any disruption or non-availability of the Website. Go Select Limited trading as Recruitment Monster reserves the right to alter, suspend or discontinue any part (or the whole of) the Website including, but not limited to, any products and/or services available. These terms and conditions shall continue to apply to any modified version of the Website unless it is expressly stated otherwise.

LIMITATION OF LIABILITY

Nothing in these terms and conditions will: (a) limit or exclude our or your liability for death or personal injury resulting from our or your negligence, as applicable; (b) limit or exclude our or your liability for fraud or fraudulent misrepresentation; or (c) limit or exclude any of our or your liabilities in any way that is not permitted under applicable law.

We will not be liable to you in respect of any losses arising out of events beyond our reasonable control.

To the maximum extent permitted by law, Go Select Limited trading as Recruitment Monster accepts no liability for any of the following: any business losses, such as loss of profits, income, revenue, anticipated savings, business, contracts, goodwill or commercial opportunities; loss or corruption of any data, database or software; any special, indirect or consequential loss or damage.

GENERAL

You may not transfer any of your rights under these terms and conditions to any other person. We may transfer our rights under these terms and conditions where we reasonably believe your rights will not be affected.

These terms and conditions may be varied by us from time to time. Such revised terms will apply to the Website from the date of publication. Users should check the terms and conditions regularly to ensure familiarity with the then current version.

These terms and conditions together with the Privacy Policy and Cookies Policy contain the whole agreement between the parties relating to its subject matter and supersede all prior discussions, arrangements or agreements that might have taken place in relation to the terms and conditions.

The Contracts (Rights of Third Parties) Act 1999 shall not apply to these terms and conditions and no third party will have any right to enforce or rely on any provision of these terms and conditions.

If any court or competent authority finds that any provision of these terms and conditions (or part of any provision) is invalid, illegal or unenforceable, that provision or part-provision will, to the extent required, be deemed to be deleted, and the validity and enforceability of the other provisions of these terms and conditions will not be affected.

Unless otherwise agreed, no delay, act or omission by a party in exercising any right or remedy will be deemed a waiver of that, or any other, right or remedy.

This Agreement shall be governed by and interpreted according to the law of England and Wales and all disputes arising under the Agreement (including non-contractual disputes or claims) shall be subject to the exclusive jurisdiction of the English and Welsh courts.

COMPANY DETAILS

Go Select Limited trading as Recruitment Monster of Kemp House, 160 City Road, London, EC1V 2NX operates the Website recruitmentmonster.co.uk. Registered company number: 13330946. VAT number: 403 1406 56.

You can contact us by email at jb@recruitmentmonster.co.uk.

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CONTRACT FOR SERVICES FOR TEMPORARY WORKERS (PAYE)

1. DEFINITIONS

1.1 In these Terms of Engagement (“Terms”) the following definitions apply:

“the EB” means Go Select Limited trading as Recruitment Monster of Kemp House, 160 City Road, London EC1V 2NX;

“the TW” means the Temporary Worker;

“Assignment” means the period during which the TW is engaged by the EB to render services to the Client;

“Client” means the person, firm or corporate body requiring the services of the TW together with any subsidiary or associated company as defined by the Companies Act 2006;

“Relevant Period” means the longer period of either 14 weeks from the first day on which the TW worked for the Client, or 8 weeks from the date the TW last worked for the Client (the first day being the first day of the first occasion of supply or the first day of any subsequent Assignment if more than 42 days since the end of the previous Assignment); and

“the AWR” means the Agency Workers’ Regulations 2010.

1.2 Unless the context otherwise requires, references to the singular include the plural and vice versa.

1.3 The headings in these Terms are for convenience only and do not affect their interpretation.

2. THE CONTRACT

2.1 These Terms constitute a contract for services between the EB and the TW and govern all the TW’s Assignments. No contract shall exist between the EB and the TW either between Assignments, or if the TW is absent from an Assignment for any reason except authorised absence.

2.2 For the avoidance of doubt, these Terms shall not give rise to a contract of employment between the EB and the TW. The EB is required to make statutory deductions from the TW’s remuneration in accordance with Clause 7.

2.3 No variation or alteration of these Terms shall be valid unless details of such variation are agreed between the EB and the TW and set out in writing and a copy of the varied terms are given to the TW stating the date on or after which such varied terms shall apply.

2.4 The TW agrees to notify the EB in writing of their work history for the 6 month period prior to the commencement of any Assignment and warrants the accuracy of any such information provided.

3. ASSIGNMENTS

3.1 The EB will endeavour to obtain suitable Assignments for the TW. The TW is not obliged to accept any Assignment the EB offers.

3.2 The TW acknowledges the nature of temporary work means there may be periods when no suitable work is available and agrees that: suitability shall be determined solely by the EB; the EB shall incur no liability should it fail to offer the TW opportunities to work in the category applied for or in any other category.

3.3 For the purpose of calculating the average number of weekly hours worked by the TW on an Assignment, the start date for the relevant averaging period under the Working Time Regulations 1998 is Monday of the week in which the TW commences their first Assignment.

3.4 If, either before or during an Assignment, the TW becomes aware of any reason why they may not be suitable for the Assignment, the TW shall notify the EB without delay.

3.5 When an Assignment is offered to the TW and subject to the TW’s acceptance, the EB shall inform the TW of: the identity of the Client and the nature of their business; the date work is to commence and duration or likely duration; the type of work, location and hours; the rate of remuneration and any expenses payable; any risks to health and safety and steps taken to prevent or control such risks; and any entitlements pursuant to the AWR.

3.6 Where such information is not given in paper form or by electronic means it shall be confirmed by such means by the end of the third business day following, save where the TW is being offered an Assignment in the same position as one in which the TW has been supplied in the previous 5 business days and such information has already been given to the TW.

3.7 If the Client wishes to employ or engage the TW directly or through another employment business (before, during or within the Relevant Period), the TW acknowledges that the EB will be entitled either to charge the Client a fee or to agree an extension of the hiring period, at the end of which the TW may be employed or engaged directly without further charge to the Client.

4. ABSENCE FROM ASSIGNMENT

If the TW is unable for any reason to attend work during an Assignment, the TW should inform the EB at least one hour before the start of their shift to enable alternative arrangements to be made.

5. TERMINATION

5.1 The EB or the Client may terminate the TW’s Assignment at any time without prior notice or liability.

5.2 The TW may terminate an Assignment at any time without prior notice or liability.

5.3 If the TW does not inform the Client or the EB should they be unable to attend work during the course of an Assignment, this will be treated as termination of the Assignment by the TW unless the TW can show that exceptional circumstances prevented compliance with clause 4.

5.4 If the TW is absent during the course of an Assignment and the contract has not been otherwise terminated, the EB will be entitled to terminate the contract if the work to which the absent TW was assigned is no longer available.

5.5 If the TW does not report to the EB to notify their availability for work for a period of 16 weeks, the EB will forward the TW’s P45 to the TW’s last known address.

6. CONDUCT

6.1 The TW is not obliged to accept any Assignment offered by the EB but if the TW does so, during every Assignment and afterwards as appropriate, the TW will: co-operate with the Client’s reasonable instructions and accept direction, supervision and control; be present during the agreed times or hours; observe any relevant rules and regulations of the Client’s establishment; take all reasonable steps to safeguard their own safety and the safety of any other person; not engage in any conduct detrimental to the interests of the Client or the EB; not divulge any confidential information relating to the Client or the EB; and use the Client’s telephone, fax or computer systems in a reasonable manner and not for personal gain.

6.2 If the TW is unable for any reason to attend work during the course of an Assignment they should inform the Client and the EB within one hour of the commencement of the Assignment or shift.

7. REMUNERATION

Subject to any rights or entitlements pursuant to the AWR, the EB shall pay the TW remuneration calculated at the National Minimum Wage or National Living Wage hourly rate or at any higher rate agreed, for all hours worked during an Assignment, paid weekly one week in arrears, subject to deductions in respect of PAYE pursuant to Sections 44–47 of the Income Tax (Earnings and Pensions) Act 2003 and Class I National Insurance Contributions and any other deductions required by law. The TW is not entitled to receive payment for time not spent on an Assignment, whether in respect of holidays (except see clause 9), illness or absence or any other reason unless otherwise agreed in writing.

8. TIME SHEETS

At the end of each week of an Assignment the TW shall deliver to the EB a completed time sheet indicating the number of hours worked, signed by an authorised representative of the Client. The EB shall pay the TW for all hours worked regardless of whether the EB has received payment from the Client. Where the TW fails to submit a properly authenticated time sheet the EB shall conduct further investigations into the hours claimed, which may delay payment. The EB shall not make any payment to the TW for hours not worked.

9. HOLIDAY ENTITLEMENT

9.1 The provisions of this clause are subject to the AWR.

9.2 Under the Working Time Regulations the TW is entitled to a statutory period of paid leave of 5.6 weeks per year. The leave year commences on the date the TW starts an Assignment or a series of Assignments. All entitlement to leave must be taken during the leave year (1 January to 31 December) in which it accrues. The entitlement accrues pro rata to the amount of time the TW is engaged during the leave year.

9.3 The amount of payment to which the TW is entitled in respect of paid leave is calculated in accordance with statutory provisions and relevant case law.

9.4 When the TW wishes to take paid leave, the TW should notify the EB in writing in advance, giving notice of at least twice the length of the period of leave requested. Public or Bank Holidays not worked will not be paid unless the TW notifies the EB that they wish to take them as part of their statutory annual entitlement.

9.5 Where this contract is terminated by either party and a P45 issued, the TW is entitled to a payment in lieu of any untaken accrued paid leave.

10. DATA PROTECTION AND DISCLOSURE OF INFORMATION

10.1 The EB will collect and process information relating to the TW in accordance with the Privacy Policy available at recruitmentmonster.co.uk/privacy.

10.2 The EB will only process the TW’s personal data lawfully and in accordance with applicable data protection legislation.

10.3 The EB agrees that it will not disclose any confidential information about the TW without their prior consent unless it is: to provide work finding services for the TW in accordance with the terms of this agreement; or for the purposes of any legal proceedings.

10.4 Nothing in clause 10.3 shall preclude the EB from disclosing information about the TW where it is entitled to do so by law.

11. PENSION

The EB will comply with any employer pension duties that apply to it in respect of the TW in accordance with Part 1 of the Pensions Act 2008.

12. LAW

These Terms are governed by the laws of England and Wales and are subject to the exclusive jurisdiction of the Courts of England and Wales.